We have heard from many of you regarding Air Canada’s recent bulletins about the implementation of certain Collective Agreement articles. While some of the information they shared is accurate, we strongly disagree with their proposed implementation timelines and have already filed grievances on those matters. Click HERE to view the Mainline grievance, and HERE to view the Rouge grievance.
In their second bulletin, Air Canada wrote:
“On September 12, 2025, CUPE asked to skip the mediation phase and proceed directly to the arbitration phase instead. Air Canada was fully committed to being at the table for both the mediation and arbitration and we were surprised by this request. After consideration, we’ve agreed to CUPE’s request. We have also recently agreed with CUPE to appoint Arbitrator Paula Knopf as the arbitrator and will confirm dates in the near future.”
We must respond. Air Canada’s suggestion that they were “surprised” is misleading. Mediation can only work if both parties approach it in good faith, with a genuine desire to find resolution. Throughout negotiations, it became increasingly clear to us that Air Canada had no intention of meaningfully addressing wages. The proposals they put forward fell far short of what our members deserve and what other bargaining units had already achieved.
We backed up our position with solid data, industry comparisons, and clear evidence of the value you bring to this company every single day. Despite this, the employer consistently refused to engage. Instead, they walked away once the issue of wages was on the table, fully aware that Section 107 of the Canada Labour Code would allow them to force the matter into interest arbitration. This was not about surprise. It was a calculated strategy, openly admitted by CEO Michael Rousseau in his interview with BNN, which can be found HERE.
Adding insult to injury, Air Canada has even gone so far as to release a “wage calculator”. This is nothing more than a public relations tactic aimed at minimizing your work and building sympathy for their refusal to pay us fairly. We will not be swayed by spin. At interest arbitration, we will present the facts and the realities of what our members earn. We will fight for the wages you are entitled to with the excellent legal counsel and advisors we have retained.
We are now preparing our case with Arbitrator Paula Knopf. A case management meeting is scheduled in the coming days, and we will share updates with you as soon as possible.
We must also address Air Canada’s September 20, 2025 “In-Flight Service” bulletin titled “Reassurance regarding CUPE’s recent bulletin”, which can be found HERE. In it, they claim: “We have not and will not discipline employees for strike-related activity.” Unfortunately, our experience on the ground tells a very different story.
Since the strike, we have seen a sharp increase in performance and attendance meetings, many of them directly tied to comments members made on Facebook or related to labour unrest. Local offices report that performance meetings have tripled or even quadrupled. This surge in disciplinary action is no coincidence, it is a deliberate attempt to intimidate members and foster a climate of fear.
We note that Rouge management, in contrast, has not engaged in this punitive approach. Instead, they have taken steps toward rebuilding trust with their employees through engagement and support. This shows us what is possible when management chooses collaboration over intimidation.
Your union will continue to challenge these unfair practices. We will also keep up the broader fight to end unpaid work in our sector, because our struggle is a collective one. Together, we will prevail.
Govern yourselves accordingly, in solidarity,
